Transformative Leadership Conversations with Winnie da Silva Winnie da Silva

Powerful insights often arise when leaders question the traditional norms of leadership. In this episode, we delve into the concept of leaderless teams and explore the shift from traditional to non-traditional leadership approaches. Join host Winnie da Silva as she engages in a transformative conversation with Dr. Debra France, an expert in organizational practices and leader behaviors that foster innovation. How can leaders balance power over and power with their teams? Winnie and Debra uncover the key insights in this intriguing discussion.* Leaderless Teams: Exploring the concept of leaderless teams and how it fits into modern leadership and understanding how to empower team members to make decisions on their own.* Traditional Leadership: Definition and characteristics of traditional leadership in organizations.* Non-Traditional Leadership Approaches: Discussing alternatives to traditional leadership, including leaderless teams, in today’s complex corporate environment.* Experience and Background: Dr. Debra France's background and experience in leadership development and organizational practices and how it aided her in helping leaders.* Innovation and Strategic Thinking: Importance of fostering innovation, strategic thinking, and exploring futures in leadership to futher the goals of teams and organizations.* Power Over vs. Power With: Contrasting the concepts of power over management (illusion of control) and power with management (create the environment for greatness) in leadership approaches.* Theory X and Theory Y: Understanding the motivational theories of Theory X, which includes cajoling, and Theory Y, which is more intrinsically motivated, in the workplace.* Trust and Collaboration: Building trust and fostering collaboration in teams to enhance productivity and job satisfaction.ResourcesDr. Debra France on LinkedIn (https://www.linkedin.com/in/debrafrance/)

In this podcast episode, Winnie da Silva discusses this month’s theme of leaderless teams. She explores the evolution of leadership from ancient times to the modern era, challenging traditional notions and embracing collaborative, human-centered approaches. Winnie shares how her guests encourage leaders to empower their teams so they can take a hands-off approach. In an era of rapid growth and exponential complexity, it may be time for a significant shift in how leaders lead.* Leadership Ownership: Leaders desire their team to have a sense of ownership and bring their best work to the company every day.* Productivity vs. Busyness: Being busy doesn't equate to being productive, and true productivity involves quiet thinking and strategic decision-making.* Historical Roots of Leadership: Historically, leadership involved divine authority, with leaders often seen as having special powers or godlike figures.* Shift in Leadership Vision: The world of business is ready for a shift in the vision of leadership, moving from control to collaboration and from hero to human.* Leading People vs. Managing People: Leadership focuses on guiding and inspiring, while management ensures efficiency and task completion.* Followership and Power Dynamics: Concepts like followership, power over versus power under, and theories X and Y are crucial in understanding leadership dynamics.* Hands-Off, Eyes-On Approach: A hands-off, eyes-on approach empowers teams without relinquishing control, fostering autonomy and productivity.* Organizational Design for Scale: Exploring how to organize for scale in a complex and uncertain world without breaking is a key challenge for leaders and organizations.ResourcesWinnie da Silva | LinkedIn (https://www.linkedin.com/in/winnie-da-silva-1b8414/)

Today’s episode is a special one. You’ve heard all the talk about the Immunity to Change model, and you’re about to see it in action. Returning guest, Deb Helsing, coaches another returnin...

In this episode, Winnie da Silva is joined by Dr. Deborah Helsing, and they discuss how the concept of Immunity to Change helps individuals uncover their resistance to change and explore their fears and assumptions. By following the steps outlined in the Immunity to Change model, individuals can challenge their assumptions, collect data, and experiment with new behaviors to overcome their resistance and achieve personal growth.* Immunity to Change Concept: The concept of Immunity to Change explores how individuals resist change due to underlying fears and assumptions, leading to a protective mechanism that hinders personal growth.* Limbic System's Role: The limbic system plays a crucial role in triggering alarm bells and emotional reactions that protect individuals from perceived threats or dangers associated with change.* Neuroplasticity and Growth: Understanding neuroplasticity highlights the brain's ability to adapt and grow, allowing individuals to challenge assumptions and explore new behaviors for personal development.* Data Collection and Analysis: Collecting data and analyzing assumptions helps individuals challenge their beliefs and behaviors, leading to a deeper understanding of their resistance to change.* Coaching and Support: Engaging in coaching sessions or seeking support from peers can provide accountability and guidance in navigating the Immunity to Change process effectively.* Asynchronous Learning: Asynchronous courses and resources offer individuals the flexibility to explore the Immunity to Change model at their own pace, allowing for self-reflection and growth.* Organizational Change: Applying the Immunity to Change model in organizational settings can help identify resistance to change within teams and facilitate a culture of growth and adaptability.* Practical Application: Implementing the Immunity to Change model involves designing experiments, collecting data, and reflecting on outcomes to challenge assumptions and foster personal and professional development.ResourcesDr. Deborah Helsing | Minds at Work website (https://mindsatwork.com/programs-services/coach-development/conducting-the-itc-approach-with-teams-online/)Book: Immunity to Change (https://www.amazon.com/Immunity-Change-Potential-Organization-Leadership/dp/1422117367/ref=tmm_hrd_swatch_0?_encoding=UTF8&qid=&sr=)Book: 

Are you prepared to commit to leading the long game of organizational change? In this episode of Transformative Leadership Conversations, Winnie da Silva is joined by Anthony Cheong, Executive Director and Global Head of HR Operations for Boston Consulting Group, to discuss what it takes to lead change. From emotional intelligence to stakeholder engagement, driving transformation takes curiosity, resilience, and a compelling narrative to rally around.* Challenges of Driving Change: Leading change can be difficult and emotionally taxing, requiring a significant amount of energy and focus to navigate successfully.* Emotional Intelligence Importance: Having a high level of emotional intelligence is crucial for understanding and managing your own emotions, as well as recognizing and empathizing with the emotions of others during times of change.* Stakeholder Engagement Strategy: Building relationships, inspiring, and influencing others are key components of stakeholder engagement and management during change initiatives.* Storytelling for Change: Using relatable stories to communicate the vision and strategy of change initiatives can help bring the transformation to life and make it more understandable and compelling for stakeholders.* Curiosity and Understanding: Approaching individuals with negative emotions or resistance to change with curiosity and a desire to understand their perspective can help bridge gaps and foster collaboration.* Resilience and Adaptability: Personal experiences, such as relocating to a new country, can teach valuable lessons in resilience, adaptability, and risk-taking, which are essential skills for leading change.* Setting Realistic Expectations: Acknowledging the complexity and emotional weight of change projects, and setting realistic expectations for the time and effort required, is crucial for maintaining focus and momentum.* Continuous Leadership and Persistence: As the leader driving change, it is essential to keep pushing forward, maintaining a strong leadership role, and driving the initiative to successful completion.ResourcesAnthony Cheong on LinkedIn (https://www.linkedin.com/in/antcheong/)Winnie da Silva on LinkedIn (https://www.linkedin.com/in/winnie-da-silva-1b8414/)

What does it take for leaders to successfully navigate large-scale, complex change? In this episode, Winnie da Silva explores the concept of change through the lens of systems thinking, and shares the stages leaders go through during periods of great transition. She discusses the essential ingredients of leadership and provides insights from industry experts on embracing transformative change.* Importance of Change: Change is a gift of grace that offers the possibility for growth and transformation into a better version of ourselves and our world.* Systems Thinking: Systems thinking requires a shift in mindset from linear thinking to embracing complexity and interconnectedness when approaching change.* Emotional Work of Change: Change is emotional work, and the rhythm of change is not linear, as adult humans do not change smoothly.* Leadership Reflection: Leaders navigating change need to reflect on their own mindsets and behaviors that may hinder their ability to lead others through change.* Empathy in Leadership: Leaders should demonstrate empathy by truly understanding the perspectives of those they are asking to change and stepping into their shoes.* Letting Go of Perfection: In large-scale complex change, leaders need to let go of perfection and ego, as the envisioned change may not end up exactly as intended.* Leading Change Initiatives: Leaders need three core ingredients for successful large-scale, complex change: self-reflection, empathy, and letting go of perfection and ego.* Immunity to Change: The immunity to change approach protects individuals from perceiving change as a threat and plays a role in how neuroscience and stress impact our ambitions to change.ResourcesWinnie da Silva on LinkedIn (https://www.linkedin.com/in/winnie-da-silva-1b8414/)